scantey
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The last write up was also for insubordination and if it wasnt for that document stating "Next disciplinary action propsed- Suspension" I would not think twice about terminating- My only dilema is that are his violation "more serious" than the ones …
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If he can not find a job- we actually have offered to pay the costs for him returning back to France- We are hoping he finds employment in the states for more than one reason...
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He is extended until October of 2006 but only if he finds a job so he can transfer his status. Do you know how long they can remain in the US on a VIsa (out of work) before they have to go back?
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it has never come up in the past- this is the only guy we have on VISA status so I dont know if this would apply
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no, he would be playing at his own leisure... I made that very clear to him : )
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Done Deal.... I will ask the CEO on Wednesday (when he returns) to make a brief statement... I agree not to have anything in writting- that makes the most sense- I just wanted to lift morale a bit- but I think me staying away from making any promise…
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Yes, you can do that but you should also allow the employee time to review it and not let them sign it right there. We usually give about 2-4 weeks to let them look it over. That way they can not say that they signed it under pressure. Also make …
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What does your policy state? We do not require a doctors note unless the employee is out for more than three days according to our policy. If another employee was out for two days would they be required to bring in a doctors note? I understand th…
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I agree with Linda, if they get paid for it I am sure you would have had a lot more "volunteers" $-)
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[font size="1" color="#FF0000"]LAST EDITED ON 04-28-03 AT 12:59PM (CST)[/font][p]The answer is No. The employee can be classified as an employee or an independent contractor- not both. They can not claim IC status and still receive employee benefi…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-25-03 AT 12:15PM (CST)[/font][p]We also have not had a COL in years but our maximum amount allowed this year is 5%. I thought that was low- till I read the other posts...WOW times are tough!
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I agree that the letter of rejection seems the way to go, but I am not happy with the one we currently have (it's an impersonal two-liner) Does anyone care to share their letters? If so, Please email me at [email]suzanne_cantey@tdk-m.com[/email] Tha…
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nonetheless- she is still getting her paycheck from the agency which makes her their responsibility. A payrollee is still 100% their responsibility. You should contact them and have them tell her the assignment is complete- no questions asked. I …
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Post your fax number and I will send you over the one we use... Thanks suzanne
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THey are both over 50 and actively looking for a California law attorney. From everything I have read lately it seems the Company would be better off negotiating a settlement... Thanks Again!
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Thank you all for your responses...I agree with them. Like I said I am not involved in this one but I was asked my opinion...I thought it sounded really fishy. I will wait to see what pans out and keep you posted. Thanks Again! Suzanne
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The old manager (who is no longer there) did not terminate them but the "new manager" who came in said he goes strictly by the book. I was told (and this is all third hand) that the GM does not like these two individuals and was asked to "watch the…
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We use HR Profile- It is a program within ADP- It has a place for more information than you could ever imagine needing- We have only had it for a few months but we are very happy with it...It is also very user friendly.
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The employee is correct- see below.... The willful failure to pay a terminated or quitting employee in a timely fashion subjects you to a penalty consisting of continuation of the employee's wages on a day-to-day basis until the final paycheck is re…
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Just as an FYI it is illegal to withhold money owed to the employee in California for almost any reason California Labor Code states: Termination and Layoff If you terminate an employee, or lay him/her off with no specific return date within the …
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Could I please get a copy as well... Suzanne Cantey 818-707-7101 Thanks Much s
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I actually had this same situation a few years back... An employee refused to wear deodorant due to religious beliefs... and at the time there were several pregnant women in the office who would gag each time they walked anywhere near him. I simply…
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There are so many out there but I have found that the Digital-2000 videos are very informative and not too painful to watch. Many safety videos can drag out and employees usually lose interest fast- These videos are about 15-20 min and are pretty g…
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This is how we handle them as well. Make sure in their offer/ agreement letter that they sign that you state the duration of the employment... If you need to extend it you could but make sure you put a start and end date on there.
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>Scanty, since you're in California, California Labor Code provides >that employers must pay wages at least twice a month on paydays >designated in advance. Wages earned between the 1st and the 15th of >the month must be paid bet…
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not without running an entirely separate payroll- ADP doesn't have the capability... That would be too easy " )
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thanks,,, [email]suzanne_cantey@tdk-m.com[/email]
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If you are a member you can click on the sample policies and you will find a policy on flex-time- if not I can fax you a copy of ours- or email just provide me with the info.
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We also have a formal policy on promoting and transferring- I can email you a copy if you like- just let me know your address...
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[font size="1" color="#FF0000"]LAST EDITED ON 02-03-03 AT 01:24PM (CST)[/font][p]Do you have a sample of how to word this? I tried looking up the policy in the P&P sample but it is not posted yet. Thanks S If so my email address is [email]suz…